There has been a lot of back and forth about how the mission must take care during prefield screening not to run afoul of the ADA. I agree. Under the ADA, before you can give an applicant a “medical examination,” which includes most psychological screenings, you have to first consider all the non-medical information and hand out a conditional offer.

Hi Brent, You ask about how to have the interactive discussion regarding accommodation. In the case of your candidate, she has already volunteered that she struggles with depression, so the next logical step is...

This was very helpful, Theresa. I am beginning to get a handle on accommodation processes. I do have a continuing question (of course!), and it has to do with asking about issues needing accommodation....

I am getting the picture that some in missions have been quite loosey-goosey about what to measure and when. what are some thoughts and strategies an agency might consider as they begin to develop, provide, or determine if they can provide accommodations?

Many examining psychologists are not aware of the existence of 29 CFR § 1630.13, titled “Prohibited medical examinations and inquiries.” Even more importantly, section 1630.10, “Qualification standards, tests, and other selection criteria,” discusses the types of tests that can be used.

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